REDEPLOYEES NOT TO GET PAY RISES 22 July 2004

News Flash REDEPLOYEES NOT TO GET PAY RISES The Government's proposed South Australian Government Wages Parity (Salaried) Enterprise Agreement 2004 includes changes to Redeployment Practices. Attachment A “changes to Redeployment Practice of the MOU” states “where the employee has not been placed in an ongoing or long term position at the appropriate substantive level, the employees's salary and rate of pay will be pegged until that employee is placed in an ongoing position”. If later the redeployee accepts an offer of an ongoing position at a lower classification they will be pegged at their salary “until such time as the rate of pay for the new position equals or exceeds the pegged rate of pay”. The income maintenance period will apply, but be extended to all excess employees. Previously, this only applied where a redeployee accepted a permanent position at a lower level. It may have also applied if an employee did not accept a reasonable job offer at their substantive level, and were directed to a job at a lower level. Though the PSA has always successfully advocated for members that any non-acceptance was because the offer was not “reasonable”. The 1996 Memorandum of Understanding (MOU) states that a suitable position is one that matches the redeployees rates of pay, hours of work, quantum of hours of work and distance from home. The MOU also states that where an excess redeployee has declined an offer of at least one suitable position “redeployment to a suitable position thereafter will not necessarily require agreement by the employee”. The MOU is incorporated in the proposed Enterprise Agreement at Clause 8, but the Attachment A, which is not agreed to by the PSA reduces the original intent of the MOU and the rights of employees. The Attachment A reduces the 1996 MOU “suitable” provision by inserting “A position ...will be deemed suitable even if it involves variation to any, or all of, starting and finishing times, distance from home,.... or rate of pay. .... An employee who has been an excess employee for at least 6 months will be subject to this Clause”. Though Attachment A will allow for pegging of the salaries of employees who accept a lower classified position, it increases the pressure on them to do so, by capping their salary at their substantive level and not allowing them to receive pay rises. Attachment A, and Clause 6.4 attempts to blame and punish employees, who because of re-organisation and other cost cutting measures become redeployees. For those employees required to transfer to a shared service agency, initially they will be entitled to the more favourable of the salary rates of the applicable Enterprise Agreement. [Appendix 4. Shared Services Principles]. However, if the rate of pay in the Parity Enterprise Agreement is more favourable then at the expiration of the Enterprise Agreement the employee's salary will be pegged until it falls to the rate of pay in the shared agency. The PSA will not agree to a proposed Enterprise Agreement unless it ensures that all employees retain their substantive levels and receive all pay rises. The employing agency is required to assist and support excess employees to develop a resume in work time. They are to be provided with satisfying work at their level. Training, retraining and other relevant development opportunities are to be provided. The proposed redeployment changes are draconian and do not afford excess employees the respect and understanding they deserve. There needs to be a shared effort between employer and employee to place the excess employee in a position commensurate with their skills, experience and salary level. The Government proposal will not achieve this. 22 July 2004 Any enquiries to PSA Industrial Officer Ian D Peak on ian@cpsu.asn.au *VOTE NO* FOR WAGE JUSTICE**

REDEPLOYEES NOT TO GET PAY RISES

The Government's proposed South Australian Government Wages Parity (Salaried) Enterprise Agreement 2004 includes changes to Redeployment Practices.

Attachment A “changes to Redeployment Practice of the MOU” states “where the employee has not been placed in an ongoing or long term position at the appropriate substantive level, the employees's salary and rate of pay will be pegged until that employee is placed in an ongoing position”. If later the redeployee accepts an offer of an ongoing position at a lower classification they will be pegged at their salary “until such time as the rate of pay for the new position equals or exceeds the pegged rate of pay”.

The income maintenance period will apply, but be extended to all excess employees. Previously, this only applied where a redeployee accepted a permanent position at a lower level. It may have also applied if an employee did not accept a reasonable job offer at their substantive level, and were directed to a job at a lower level. Though the PSA has always successfully advocated for members that any non-acceptance was because the offer was not “reasonable”.

The 1996 Memorandum of Understanding (MOU) states that a suitable position is one that matches the redeployees rates of pay, hours of work, quantum of hours of work and distance from home.

The MOU also states that where an excess redeployee has declined an offer of at least one suitable position “redeployment to a suitable position thereafter will not necessarily require agreement by the employee”.

The MOU is incorporated in the proposed Enterprise Agreement at Clause 8, but the Attachment A, which is not agreed to by the PSA reduces the original intent of the MOU and the rights of employees.

The Attachment A reduces the 1996 MOU “suitable” provision by inserting “A position ...will be deemed suitable even if it involves variation to any, or all of, starting and finishing times, distance from home,.... or rate of pay. .... An employee who has been an excess employee for at least 6 months will be subject to this Clause”.

Though Attachment A will allow for pegging of the salaries of employees who accept a lower classified position, it increases the pressure on them to do so, by capping their salary at their substantive level and not allowing them to receive pay rises.

Attachment A, and Clause 6.4 attempts to blame and punish employees, who because of re-organisation and other cost cutting measures become redeployees.

For those employees required to transfer to a shared service agency, initially they will be entitled to the more favourable of the salary rates of the applicable Enterprise Agreement. [Appendix 4. Shared Services Principles]. However, if the rate of pay in the Parity Enterprise Agreement is more favourable then at the expiration of the Enterprise Agreement the employee's salary will be pegged until it falls to the rate of pay in the shared agency.

The PSA will not agree to a proposed Enterprise Agreement unless it ensures that all employees retain their substantive levels and receive all pay rises.

The employing agency is required to assist and support excess employees to develop a resume in work time. They are to be provided with satisfying work at their level. Training, retraining and other relevant development opportunities are to be provided.

The proposed redeployment changes are draconian and do not afford excess employees the respect and understanding they deserve.

There needs to be a shared effort between employer and employee to place the excess employee in a position commensurate with their skills, experience and salary level. The Government proposal will not achieve this.

22 July 2004

Any enquiries to PSA Industrial Officer Ian D Peak on ian@cpsu.asn.au

VOTE *NO* FOR WAGE JUSTICE